Business Questionnaire Hr

Questionnaire for Oracle HR Q. No. 1 2 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19

Question

Type

How do you maintain your Human Resources data? How do you audit your Human Resources data? Which operations/processes do you want to streamline for Human Resources? Which operations/processes do you want to eliminate for Human Resources? Are there any time-intensive Human Resources operations/processes that need to be How do you close an accounting period for Human Resources? Is the schedule to close an accounting period for Human Resources documented? How long does it take to close an accounting period for Human Resources? How long should it take to close an accounting period for Human Resources? Is closing an accounting period for Human Resources a hard close or a soft close? How are adjustments to closed periods for Human Resources handled? How do you open an accounting period for Human Resources? Is the schedule to open an accounting period for Human Resources documented? How long does it take to open an accounting period for Human Resources? Who performs the tasks associated with opening an accounting period for Human Resources? Who performs the tasks associated with closing an accounting period for Human Resources? Where in your accounting cycle do you run standard reports and statements for Human Resources? What business performance statistics do you monitor for Human Resources? What are your Human Resources reporting requirements with respect to functional vs. foreign currencies? What are your Human Resources reporting requirements with respect to summary or detail formats? Obtain report listing. What reports do you currently generate to meet your Human Resources reporting requirements? Provide examples of each. Include source (could be manual), user, frequency, or number of copies.

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20 Is there any Human Resources reporting requirement that your current set of reports does not meet? 21 Are Human Resources reports standard across multiple Sets of Books, for example, subsidiaries? 22 Are Human Resources reports standard across multiple levels within a Set of Books, for example, divisions? 23 What account codes and/or descriptions are required on Human Resources reports? 24 Do you provide a "key" of content/information somewhere on the Human Resources report? 25 What Human Resources reports are grouped together on a regular basis and printed in one print run? 26 Who receives a copy of the Human Resources reports? 27 What is the criteria for determining who should receive a copy of any Human Resources report? 28 How do you update a Human Resources report’s distribution list? 29 Is the process to update a Human Resources report’s distribution list documented? 30 How long does it take to update a Human Resources report’s distribution list? 31 How long should it take to update a Human Resources report’s distribution list? 32 Who performs the tasks associated with updating a Human Resources report’s distribution list? 33 Is there any requirement for online (softcopy) distribution and/or remote location printing for Human Resources reports? 34 Do some of these Human Resources reports belong in report sets? Always being run together? 35 Do the separate business units run their own Human Resources reports? 36 What type of printers do you run Human Resources reports (including checks, purchase orders, and so on) on? Where are they located? 37 Do you run Human Resources reports for different companies or cost centers? 38 Do you have security requirements on who can enter data for Human Resources? (for example, by company? by cost center?) 39 Do you have security reports on who can run Human Resources reports? (by company, by cost center, and so on) 40 Will there need to be terminal security for Human Resources? 41 Do you run security reports on a regular basis for Human Resources?

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42 Do you have documentation on your current system security requirements for Human Resources? 43 Map each GL user to a menu structure. Will any new ones need to be created for Human Resources? 44 Do you review requirements for validation rules, allowing certain Human Resources accounts to be valid with only certain other values. 45 What types of benefit plans do you offer? List all the different benefits offered by your organizations (for example, Health and welfare, defined contribution, defined benefit, spending accounts, and flexible benefits) 46 How is eligibility to your benefit plans determined? 47 Are there waiting periods for your benefit plans? 48 What are the criteria for your benefit plans? 49 When is your open enrollment period? 50 How do you handle interim enrollments? 51 How are benefits costs/price tags calculated and stored? (Employee costs, employer costs, etc.) 52 How do you handle COBRA? 53 How are benefit costs/price tags calculated and stored? (Employee costs, employer costs, and so on) Describe the rounding rules used. 54 What is the current or planned effective date of the benefit plan? 55 Who are the carriers for this benefit plan? 56 What are the dependent eligibility factors? (types of dependents and any restrictions or coverage differences) 57 What are the continuing eligibility rules for leave of absence, long term disability, short term disability? Are there any changes in the cost of the benefit? How is the money collected if the participant is not receiving a paycheck? 58 What are the termination rules for active employee with a terminated benefit? 59 What are the termination rules for dependent terminated from a benefit? 60 What are the termination rules for terminated active employee? 61 What are the termination rules for death? 62 What are the termination rules for transfers? 63 What are the termination rules for terminated COBRA participant? 64 What are the Beneficiary eligibility rules? What are the rules regarding allocation amounts or percentages? 65 What are the participation rules? What is the waiting period or grandfather rules? 66 What are your deferred comp plan requirements? 67 How do you handle benefit elections for active employees vs. COBRA participants?

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68 What are the allowed changes for COBRA participants vs. active employees? (Such as changing dependent status, changing plans (adding/terminating/changing), or changing coverage amounts) 69 What are the employee eligibility factors? (company, location, union association, salary, or job code) 70 Are COBRA actives treated differently than terminations? 71 How do you handle terminations? 72 How do you handle layoffs? 73 How do you handle seasonal reductions in workforce? 74 What type of employee status changes occur and how are they handled? (FT to PT, LOA, or union to non-union) 75 Do these status changes affect an employee's benefits and tax elections? 76 How do status changes affect an employee’s benefits and tax elections? 77 How do you handle inter-departmental employee transfers? 78 How do you handle inter-divisional employee transfers? 79 How do you handle inter-company employee transfers? 80 What does your retiree processing entail? 81 What other events are significant in your management of human resources? Explain. 82 How do terminations affect other departments? 83 Will employees be tracked? 84 Will ex-employees be tracked? 85 Will retirees be tracked? 86 Will contractors be tracked? 87 Will recruiters be tracked? 88 Will other contacts be tracked? 89 Will volunteers be tracked? 90 Will trustees be tracked? 91 Will board members be tracked? 92 What personal information do you maintain: Personal? (Name, race, and so on) 93 What personal information do you maintain: Address? (Primary, secondary residence, and so on) 94 What personal information do you maintain: Emergency Contacts? (Name, address, and so on) 95 What other information do you currently maintain on employees and other people types that is important to your organization? 96 What benefit does this data provide to your organization as a whole?

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97 What benefit does this data provide to certain entities within the organization? 98 What benefit will data that you currently do not store electronically provide to your organization? 99 How are the hierarchies or organization charts structured? (Samples) 100 How are job grades structured? 101 How do you track headcounts? (by bodies, positions/jobs?) 102 What type of personal data do you need to maintain? 103 What job related (Assignment) data do you need to maintain? 104 What budgeting data do you need to maintain? 105 What was reason for purchasing/upgrading to this Oracle Human Resource application? 106 What is the purpose of the relevant human resources systems/processes? 107 What is the origin of the relevant human resources systems/processes (vendor or inhouse)? 108 Is there an existing entity relationship (E-R) diagram of the current human resources application? 109 Describe the current geographical distribution of your business and/or employees? 110 Describe the geographical distribution of your business and/or employees in the foreseeable future? 111 What business areas and/or operations are targeted for improvement? 112 What business areas and/or operations are targeted for re-engineering? 113 Which of these business areas and/or operations are highest priority? Medium priority? Low priority? 114 How do you see the application resolving your current deficiencies/issues? 115 What type of information is exchanged between the current human resources application and these other systems/processes? 116 Can you provide a system flow diagram of connectivity between your core business applications? 117 Can you provide information flow schematics of the data passed/required between human resources and other connected/interfaced systems? 118 Is there any external data accessed directly by the human resources application (for example, GL Chart of Accounts, Payroll Master, or Benefits plans)? 119 What type of Personal historical data do you need to maintain? 120 What job related (Assignment) historical data do you need to maintain? 121 What are your deferred comp plan requirements? 122 Define your interfaces/information to other systems/users for Time & Attendance Reporting?

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123 Define your interfaces/information to other systems/users for Labor Distribution Reconciliation? 124 Define your interfaces/information to other systems/users for Benefits Carrier Reporting? 125 Define your interfaces/information to other systems/users for Payroll System/Department? 126 Do you currently use or plan to install an Interactive Voice Response (IVR) or scanning technology system for human resources/benefits? 127 Are there any other interfaces to other systems (Mainframe, PC, or manual) you have not told us about? 128 Do you have licensing or certification requirements? 129 What type of performance tracking do you do? 130 Do you track disciplinary information? 131 Do you do grievance tracking? 132 What are our requirements for adding comments to your information? 133 What are your online help/documentation requirements? 134 Do you need to track employee relocation information for special employee groups? For example, executives and sales force. 135 Define your requisition process 136 Do you have any testing information requirements? 137 What event triggers a requisition in your organization? (Department request, departure of an incumbent, and so on) 138 Is there an approval process to initiate a requisition? (budget available, management sign-off, and so on) 139 Please list details of pertinent information involved in the approval process, such as approval steps, authorizations, and so on. 140 What type of recruiting activities occur? (Ad placement, interview scheduling, background checks, and so on.) 141 How are interviews scheduled? 142 Do you track any information on your system concerning the interview? (Interview notes, comments, and so on) 143 What information is tracked from the application or resume? 144 Do you do any affirmative action planning or reporting? 145 How is affirmative action planning or reporting done? 146 How is the data gathered in the new hire process? 147 When is the system updated in the new hire process? 148 How does the system update affect other departments? (payroll, benefits)

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149 Do you attach a budget to your positions? 150 How do you handle open positions? 151 Number of other persons associated with organization/company (for example, Retirees, ex-employees, volunteers, and Board members)? 152 Describe your management reporting structure? 153 Describe your financial reporting structure? 154 How many Federal and State Employer Identification Numbers (EINs) do you have? 155 How many Federal and State Employer Identification Numbers (EINs) do you plan to have in the next one-two years? 156 How are your organization charts generated? 157 How many views of your organizations do you have? 158 How often do your organizational structures change? 159 How many worksites/locations does your organization/company operate? 160 In which countries are your company worksites located? 161 In which states are your company worksites located? 162 In which counties/localities are your company worksites located? 163 Does your organization/company have unions? 164 How many unions do you have? 165 How many bargaining units do you have? 166 Approximately what percentage of your employee population is associated with these unions? 167 Which divisions or companies or subsidiaries or locations have union affiliations? 168 What are the are the durations of your union contracts? 169 When will the existing union contract expire? 170 How many different contracts are negotiated? 171 What differences/commonalties are there between the different contract benefits offerings? 172 Describe your other reporting hierarchies? 173 What is the total number of users who have/will have access to the human resources applications? 174 How many users have/will have access to the human resources applications for updating information? 175 How many users have/will have access to the human resources applications for reporting needs only? 176 What historical information do you currently maintain? 177 On what type of medium is this data maintained?

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178 179 180 181 182 183 184 185 186 187 188 189

What type of media storage do you plan on using? What types of deductions do you need to track? (Benefits, child support, etc.) Do you have a leave accounting system? (Vacation, Sick, or PTO) How do you track absences? Do you have any PC files in Lotus 1-2-3? Do you have any PC files in D-base? Do you have any PC files in Excel? Do you have any PC files in WordPerfect? Do you have any PC files in Word? Do you have any PC files in other programs? How many key users have/will have access to the human resources applications?

How many casual users have/will have access to the human resources applications? 190 Is there information you wish to maintain on employees and other people types that you currently do not store electronically? 191 What are your federal/state mandated reporting requirements? (for example, EEO, Discrimination testing) 192 Are you required to provide government/industry oversight reports? (for example, FCC, DOT, or DOE) 193 Do you need company wide/consolidation reporting? 194 Do you need divisional/departmental/cost center reporting? 195 Who is currently responsible for creating or changing reports? 196 How easy and timely is it to create or change reports? 197 Concerning report generation, will the same responsibilities continue, or will they change? (for example, user responsible for report generation?) 198 Do you have a tool to do on-demand reports or queries? 199 What are your management reporting needs? 200 Do you administer salary/hourly step and ranges? 201 How does your system handle salary/hourly step and ranges? 202 How is the salary portion of your union contracts administered? 203 When are your negotiation periods? 204 Do you do any salary impact studies during your negotiations? 205 Do you have a point-based weighting salary system? (for example, HAY) 206 How is your point-based weighting salary system tracked on your system? 207 What timing factors are involved in your salary and performance review process (Yearly, quarterly, or probationary?) 208 Explain the processes involved in your salary and performance review process?

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209 What factors are involved in establishing a salary increase? 210 Concerning your forecasting requirements, do you do any workforce analysis reporting ? (budgets, job reduction, right-sizing, and so on) 211 Concerning your forecasting requirements, do you do any compensation analysis? (budgets, union negotiations, and so on) 212 What types of earnings do you track? (Regular Pay, Overtime, and so on) 213 At what levels do you currently secure users? (Company, organization, or field) 214 Who is responsible for maintaining your security profiles? (DBA, IS) 215 By type of user, define what data is available for viewing? 216 By type of user, define what data is available for updating? 217 By type of user, define what data is available for deleting? 218 By type of function, define what data is available for level of organization? 219 By type of function, define what data is available for type of employee? 220 By type of function, define what data is available for type of data? 221 Define any security requirements. 222 Do you track skill assessments? 223 How do you track skills assessments? 224 How do you maintain training & development information? (Class attendance, schedules, and so on)

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